Your employer determines the benefits available to you based on the provisions of the plans and the guidelines provided by the Benefits Plan of the Presbyterian Church (U.S.A.).
Employers may offer any combination of medical, pension, Retirement Savings Plan of the Presbyterian Church (U.S.A.) (RSP), death and disability, dental, supplemental death, and supplemental disability benefits to eligible employees. Employers select the benefits to offer to teaching elders who are in non-installed positions and other employees, who then elect their benefits.
- Weekly working-hour minimum requirements vary.
- No minimum is required for teaching elders to be eligible for medical or dental benefits or the RSP. A 20-hour weekly minimum is required for teaching elders to enroll for other benefits.
- Other employees must meet a 20-hour minimum to be eligible for coverage other than dental benefits and the RSP.
- There is no working-hour minimum to participate in dental coverage and the RSP.
- Medical coverage options are the PPO (preferred provider organization) and the EPO (exclusive provider organization), both offered through Highmark Blue Cross Blue Shield. An employer may offer one or both options.
- Employers must pay at least 50 percent of the cost of Member-only coverage in the lower-cost medical option offered (if only one medical option is available, employers must pay at least 50 percent of the cost of Member-only coverage); the employee pays the rest. Employees who include eligible family members in their coverage may be asked to pay up to 100 percent of the cost of that coverage. Employees’ costs for medical coverage under menu options are based on whether they enroll in the PPO or EPO and the coverage level elected (Member-only, Member + Spouse, Member + Child(ren), Member + Family).
- Employers pay 100 percent of death and disability and pension dues. They may pay all, some, or none of the cost of optional benefits they offer.
- Employer and/or employee contributions to the RSP are voluntary.
Employers must provide installed pastors with Pastor’s Participation, which is non-contributory (the employer pays 100 percent of the cost of coverage) and includes pension, death and disability, and family medical coverage in the PPO (preferred provider organization). Employers may choose to provide Pastor's Participation to other teaching elders. If the employer chooses Pastor’s Participation for other teaching elders, it should apply to all teaching elders who are scheduled to work 20 or more hours per week.
- Employers pay 100 percent of Pastor’s Participation dues (37 percent of effective salary), regardless of the number of family members.
- Employers must offer participation in the RSP to those in Pastor’s Participation. Employer and/or employee contributions to the RSP are voluntary.
- Employers must offer dental, supplemental disability, and supplemental death benefits to teaching elders in Pastor’s Participation. Employers choose whether to pay all, some, or none of the cost of any of these optional benefits.
You can add an eligible family member to Benefits Plan coverage during annual enrollment or within 60 days of a qualifying life event, such as marriage or the birth or adoption of a child.
Before finalizing the enrollment of an eligible family member, the Board of Pensions requires supporting documentation. When adding a dependent during annual enrollment, follow the instructions on Benefits Connect to submit the required documentation:
- To enroll a spouse, submit a copy of the marriage certificate.
- To enroll a child, submit a copy of the birth certificate or legal documentation for adoption or legal guardianship. For any children of your spouse, submit a copy of the birth certificate or legal documentation for adoption or legal guardianship listing your spouse as a parent/guardian.